For the past few weeks we have explored the candidate vetting process via interviewing. Int
erviews are important, but hardly the only way candidates are evaluated. There is a lot of work done throughout the selection process that precede, parallel, and succeed interviews. To be successful you must understand the entire vetting process and prepare accordingly.
Most of my candidates come from my network, either as primary contacts or their referrals. I generally know a bit about them and may have worked with them in the past. The people in my network have established a certain level of trust. Candidates introduced by network members benefit as that trust attaches to them, more or less. Additionally, the referral source will provide much needed background information on their referral.
It is not uncommon to receive referrals from second and third level connections who I may not know. Or, for some searches I must actively network to find candidates. In these cases I am connecting with people I don’t know. Since they are unfamiliar to me, I must establish a comfort level to put them into contention. The basic process to accomplish that goal is:
- Talk with people at companies where they have worked.
- Review their on-line persona.
- Conduct an Internet Search.
It really is a small world which technology continues to shrink. Since I focus on a limited number of industry segments my professional world is a bit smaller. If I have not crossed paths with someone, I know people that have. By using my network I can talk to people who have had direct experience with the job seeker. They will validate him, or not. These discussions are particularly helpful as I will uncover information not available through more traditional means.
One's online persona is important to explore. We have heard stories of bad behavior displayed on the Facebook pages of recent College Grads and younger professionals. Although this is less the case with more senior executives, there is still a lot to learn by reviewing their social media accounts. It may seem like an invasion of privacy, a little creepy even. The Internet, however, is the public domain and fair game. LinkedIn is particularly useful. The background information presented there is more comprehensive than most resumes. I can get to know the candidate's professional associations and affiliations as well as references provided by coworkers. If they are active in on-line groups I can evaluate their technical savvy and writing skills. If they are active on Twitter I can learn more about their interests. In summary, social media is an information gold mine.
I use Google to find news articles about or written by my candidates. There’s also a number of fee-based services available to collect highly personal financial information. I haven’t found the need to do so, but you can be certain that others will. You must know that the internet makes it easy to learn as much as one needs to know about job seekers.
Understanding the full scope of the recruiter’s vetting process is important to your success as a job seeker. Understanding the information the recruiter needs and how she finds that information will help you better manage your personal brand. Manage your public profile proactively to better support your job search goals.
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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com